Offboard trains leaders and team members on how to make employee transitions easy, minimally disruptive to business goals, and mutually beneficial for a long term relationship.

1. OFFBOARD
Transition Well

2. ¤ 15+ years experience across education, sales, marketing, and product management
¤ Managed hiring, onboarding, and departures / transitions for multiple teams
¤ Jobs were complex and demanding, needed a practical and effective service
¤ Felt the impact of team members coming and going, but no clear organizational solution
¤ Passion for helping people, passion for teaching
About Us

3. THE NEW WORK ENVIRONMENT

4. • Business has moved from product production to
information production
• Knowledge, not equipment, is real capital
• Even for experienced professionals, markets, customers,
and internal culture take time to understand
The economy has changed, and continues to change...

5. 60% of workers ages 25-34 stay in a job less than 4 years...

6. Job as Tour of Duty
Average tenure of millenial
workforce is 2-3 years.
Expansion and contraction
of workforce happening
regularly instead of
occasionally.
Think of each employee
accomplishing a specific
mission rather than just
filling a role.
Information as Capital
Most companies now rely
on information.
Information is time, and
time is money.
Information has taken the
place of machines as the
capital that powers our
teams and leads to
success or failure.
Time as Luxury
Training was considered a
long term investment.
Training now happening on
the job, and expectation is
immediate contribution.
Practical and real time
training preferred by
employee and company
over formal classroom
instruction.
Maybe we need a new way to think of work...

7. IMPLICATIONS

8. • You have to recruit and invest in people no matter how long they stay in order to help
them understand your company and their key performance indicators; if they succeed
you succeed.
• You have to retain and redistribute critical information in a searchable and digestible
format in your business to allow your team to make the best decisions possible.
• You have to be prepared to create an effective exit for each employee knowing the
question is when they will leave, not if they will leave.
• Implemented correctly, this can preserve the relationship with the employee for
knowledge share and future referrals through an alumni network.
What does this mean for your company?

9. Time
Total time to fill a role can take between 1-3
months with often another 3 months before a
new team member becomes proficient in his or
her tasks and productive for the team.
Managers don’t have time and employees
aren’t interested in creating a position
debriefing plan or roadmap in their last two
weeks. This time should be spent transitioning
projects and wrapping up loose ends.
Total cost of a search process can average
15%-30% of the position’s salary when
combining direct costs of recruiting and
interviewing and indirect costs of lost
productivity and training time of peer or leader.
Some companies spent tens of thousands of
dollars on underutlizied onboarding programs
when simply offboarding properly and
passing that information along would be very
effective and a lower investment.
Money
What is at stake?

10. Are you prepared?
Key Employees
Do you know who
your team is
dependent on?
Are you prepared to
keep their work
moving if they were
to leave?
Critical Knowledge
Are there documented
processes in place for
another teammate to
step in and fill the gap?
People often have more
information than is
documented in the
CRM.
Do other people
know where this
information resides?
Can it be accessed
and implemented by
new team members?
Accessibility

11. Why aren’t leaders more focused on this problem?
• It’s not sexy, and often falls into the “wishful thinking” category, or the “important, but
not urgent” priority list.
• The speed of work and results expected have increased and managers are being
asked to do more with less. There just isn’t time.
• HR is limited in their understanding of each role and with their time in exit interviews.
They are burdened with more regulatory compliance work than ever before (FMLA,
COBRA, payroll, benefits, terminations, etc.).
• There are no obvious resources in the market that solve this problem effectively
without implementing another new expensive software or storing this information in
an internal document that goes undiscovered for years.

12. OUR CONCEPT

13. “The key to maintaining high performance in
this new environment is not only retention, but
adaptation to the changing nature of work.
This means expecting your team members to
leave and providing every team member with a
proper exit.”

14. • The best and most high performing teams build clear systems that are
written down and available to learn, set clear goals, define success for a
project and an employee’s tour of duty at the organization, and have tangible
ways to measure results.
• Rather than having a “binder” this is really about getting the right information
to the right people at the right time to make the best decisions possible. Job
descriptions, requirements, critical relationships, and market information can
now change as often as monthly, too much for most team to keep up with on
paper continually.
• Offboarding can help in real time by identifying projects in progress, urgent
action items, key relationships, and position pain points / lessons learned with
an employee’s exit. Use the last two weeks to solidify the foundation for the
next hire and the role at the company.
What does our solution look like?

15. Fast
Available on short
notice for creating a
effective offboarding
roadmap for your team.
Simple
There is no new
technology to integrate,
only a simple person to
person process. It’s the
least amount of effort for
the largest impact.
Smart
No buzzwords, no long
reports, only the most
relevant and critical
information to move
projects or relationships
forward.
Secure
We sign an NDA.
You own all of the
information, and we
will keep it on a
secure server for
your files if needed.
Why work with Offboard?

16. 615-416-6859 www.offboard.co mclean@offboard.co
How can you reach us?